Overview

Job Locations:
Portage, Michigan
Dallas, Texas
Redmond, Washington
Chicago, Illinois
Mahwah, New Jersey

Work Flexibility: Remote

Who we want:   

  • Detail-oriented process improvers. Critical thinkers who naturally see opportunities to develop and optimize work processes – finding ways to simplify, standardize and automate. 

  • Analytical problem solvers. Individuals who go beyond, by identifying root causes, evaluating optimal solutions, and recommending comprehensive solutions to prevent future issues. 

  • Collaborative partners. Individuals who build and leverage cross-functional relationships to bring together ideas, data, and insights to drive continuous improvement in functions and contribute to the success of the business.  

What you will do:

As our Sr Lead HR Reporting Analyst, you will work to understand business needs including the processes, reporting and analytics required for end-to-end business solutions. You will be the cross functional technical expert for HR/business system users and the support teams. You are responsible for building strong collaborative relationships across the organization in areas that include HR COEs, businessfacing HR, Finance, Compliance, Audit, and internal/external Communications with a specific focus on the Workday reporting functionality. You are also responsible for understanding business processes, reporting and analytics, eliciting and documenting requirements, and coordinating communication among various business groups, HRIS technical and operational teams.  

  • Manage all assigned COE reporting projects using a proper project management methodology. (may include Best Places to Work, Q12, CEO pay ratio, and leadership scorecards) 

  • Troubleshoot complex report-related issues and resolve them in a timely manner, while providing sustainable solutions that support HR’s vision and mission. 

  • Lead efforts to analyze and optimize report performance in close collaboration with HR function and business-facing stakeholders. 

  •  Using Workday, Prism, and other visualization tools will design new reports, including complex dashboards, to meet customer needs.   

  • Provide guidance to others and autonomously conduct a feasibility assessment of report modifications and enhancements, ensuring alignment with the HRIS enterprise strategy. 

  • Act as a subject matter expert on both current and forthcoming Workday Reporting capabilities. 

  • Develop and maintain specific database architectures while crafting user-friendly interfaces for seamless interaction with output analysis. 

  • Facilitate training sessions and provide education to users throughout the organization to optimize their utilization of reports and dashboards. 

  • Will spearhead diverse projects aimed at gathering and providing data for crucial business processes, internal and external reporting, auditing, and other related purposes. 

  • Establish and cultivate strong relationships with business users, business-facing HR, and HR COE teams. 

  • Ensure clear communication between business stakeholders and HRIS technical teams.   

  • Function as a strong consultative partner to business and functional leaders, fostering continuous improvement in service delivery. 

  • Facilitate consensus among business and technical teams to discern optimal solutions for business problems, output requirements, and the implementation of new technology solutions and enhancements. 

  • Offer strategic consulting and insights to stakeholders at all organizational levels 

  • Aid business users in data and process analysis to facilitate improved business decision-making. 

  • Develop and oversee data visualizations and/or user interfaces to address enterprise-wide business requirements. 

What you need: 

  • Bachelor's Degree required Bachelor’s degree in Business Administration, Computer Information Systems, Computer Science, Computer Engineering or related field preferred.  

  • Workday Pro certifications are preferred. 

  • 6+ years of reporting experience as a Data Analyst and/or Business or Systems Analyst (preferably with a Human Capital Management (HCM) system such as Workday, Oracle, PeopleSoft, SuccessFactors, or SAP). 

  • 3+ years of experience with Workday reporting, including building of complex calculated fields, advanced, matrix, Composite, dashboards, and scorecards.  

  • Experience using Workday PRISM to join multiple data sets from disconnected enterprise-wide systems to provide business insights mandatory for this role. 

  • A strong understanding of core Human Resources functions and typical workforce management processes is preferred. 

  • A passion for creating an exceptional user experience. 

  • Expertise with Workday (HRIS), and advanced MS Excel skills (V-Looks ups, pivot tables, and PowerPoint). 

  • Experience using Power Suite (Power Apps, Power automate, Power BI) or other visualization software to evaluate large data sets, 1 to 3 years preferred. 

  • Strong ability to present data insights in a meaningful way using multiple data sources, functional and industry knowledge 

  • Proven ability to synthesize information and translate complex information in an easy-to-understand, effective format that is both fit for purpose and audience-appropriate.

  • $98,000 – $210,100 salary plus bonus eligible + benefits. Actual minimum and maximum may vary based on location. Individual pay is based on skills, experience, and other relevant factors.

 

Travel Percentage: 10%

Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.

Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.